Analyzing HRM: Recruitment, Selection, Motivation, and Legal Impacts

This report provides a comprehensive overview of Human Resource Management (HRM) functions within organizations, with a focus on Marriott Hotel and Debenhams UK. It begins by differentiating between personal management and HRM, highlighting HRM's contribution to organizational success. The report explores the responsibilities of line managers in HRM, including employee engagement, performance appraisal, and disciplinary actions. It also examines the impact of legal and regulatory frameworks on HRM practices, covering federal, state, and international laws. Further sections delve into the reasons for human resource planning, the stages involved, and a comparative analysis of recruitment and selection procedures in Marriott Hotel and Debenhams UK. The report also discusses the link between motivational theories and reward systems, evaluating job evaluation processes and the effectiveness of reward systems. Finally, it addresses the reasons for employment cessation and exit procedures, along with the legal implications. The document is available on Desklib, a platform offering study tools and resources for students.

HRM

Table of Contents
INTRODUCTION...........................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Difference between personal management and human resource management.....................3
1.2 Contribution of human resource management function in organization..............................4
1.3 Responsibilities of Line manager in HRM ...........................................................................4
1.4 Impact of legal and regulatory framework on HRM.............................................................5
TASK 2............................................................................................................................................6
2.1 Reasons for human resource planning in organization.........................................................6
2.2 Stages involved in planning human resource requirements..................................................7
2.3 Recruitment and selection procedure of two organization....................................................7
2.4 Effectiveness of the requirement and the selection procedure of organizations...................8
TASK 3............................................................................................................................................9
3.1 Link between motivational theory and reward......................................................................9
3.2 Evaluating process of job evaluation and other factors determining pay ............................9
3.3 Effectiveness of reward system...........................................................................................10
3.4 The methods organisations use to monitor employee performance....................................10
TASK 4..........................................................................................................................................11
4.1 Identify the reasons for cessation of employment with an organization.............................11
4.2 Describe the employment exit procedures used by two organisations...............................12
4.3 The impact of the legal and regulatory framework on employment cessation arrangements.
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
The human resource management process and its different factors which are used to
affect the company. The Human Resource Management is used to increase the efficiency of the
employee in order to maximize the profit. It plays an important role in recruiting any employee,
providing training and development in order to increase the effectiveness. In the present report is
based on Marriott Hotel, which is a used to provides high quality services to their customers. In
this report the difference between personal and human resource management is discussed. Along
with this the resource management's various functions are contributing into the organization also
including the various roles and responsibility of managers and head of the teams.
Task 1
1.1 Difference between personal management and human resource management.
The difference between personal management and human resource management is
disused below as.
Basis Personal Management Human Resource Management
Approaches The personal management is
considered as a traditional
approach, in this management
process the main focus is
based on the work force and
their relationship with each
other.
The human resource is
considered as a modern
approach, which is mainly
focused on the effective use of
the man force I order to
increase the proft.
Treatment of man power In this approach man power is
considered as the machine or
as a tool to maximize the
profit.
In this approach the man
power is considered as the
asset.
Basis of pays As the method is traditional
therefore the pay basis is based
on the job.
As the method is modern the
pay basis is also modern which
is based on the performance.

Communication In this method indirect
communication takes place.
In this method direct
communication takes place.
Management Roles In this method transactional
management roles are assigned
In this method
transformational management
roles are assigned.
Labor Management In this approach collective
bargaining contract is used
In this approach individual
contract is used for the labor
management.
Decision making In this method decision
making is takes place slowly.
In this method decision
making takes place fast.
Focus This method the focused on
hiring the employee and
providing training to them.
This approach the focused on
increasing the value of the
assets to be used and
preserved.
1.2 Contribution of human resource management function in organization.
The human resource management is a composition of a team which work together. This
process include the hiring of the employee, providing training and development as per the
companies requirement. In order to achieve the success they work in three stages such as. Collaboration: In this step the managers and HR professional workers of Marriott hotel
divide their work at different levels and operate at their level and once the work is
competed they combine the part to generate a conclusion.(Armstrong and Taylor, 2014)
 Commitment: In this method the HR professional introduces various technique which an
be used to increase the employee commitment in any organization. In order to achieve
this employees are selected on the basis of their qualification if they are satisfying the the
requirement then only they can be hired.
 Building Capacity: The HRM professional's help to develop the competitive environment
to the organization so that they can offer good quality of services to the their costumer
and can give tough competition to other organization.(Brewster, Mayrhofer,and Morley,
2016.)

1.3 Responsibilities of Line manager in HRM
The responsibilities of line manager in HRM is discussed on the basis of the factors that
are mentioned below.
 Employee Engagement: In this approach the line manager supervise the work of the
employees by using certain factor. In this method manager focus on the strength and
weakness of the employee on the basis of which he encourage them for open
communication in order to boost up their confidence and increase their efficiency.
 Performance Appraisal: The performance appraisal are designed by the HR manager of
Marriott hotel and implemented by the line manager.(Sparrow, Brewster and Chung,
2016) In this stage the behaviour and performance of employees are on the basis of
various factors that are developed by the line manager on the basis of which appraisals
are provided to the employee in order to boost up their confidence and maximize their
efficiency.
 Disciplining Employees: The discipline in workspace are the set of expectations of the
line manager from the team which may e supported by certain policies and procedure of
the HRM. The line manager are committed to implement the policies that may influence
the behaviour of the employee. If it is required he may take certain disciplinary action
against the employee but it may also cast back to them.
 Performance Related Pay: If an organization like Marriott hotel is having any
performance related structure in its company then the role of the line manager
automatically gets increased because the performance analysis of the employee that is
done by him directly influence the credible. Therefore it should be accurate and correct.
1.4 Impact of legal and regulatory framework on HRM.
The HRM must include all the health, safety and other issues that are applicable for the
jurisdiction which include federal, state, international that are discussed below.
 Federal Laws: This law cover all the issues from the hiering to the termination of the
employee. The law implements standard wages and fixed working hours for the
employee. It also include various health, safety, retirement compensation and working
condition into this law. Therefore this can be considered as the law which helps the
worker by providing fair wages and other services.(Purce, 2014) Marriott hotel also
support federal law.

 State Laws: This law include different aspects by involving family and medical leave,
various posting requirements, employees must get notice before termination, safety and
security, wages, hours and also include various privacy and contract rights. The state law
covers wide range than the federal law along with this many local government have their
own law according to their requirement and their organizations because requirement may
changes form company to company.
 International Laws: As the globalization is increasing the organizations are also
extending internationally therefore in this case the need of international laws also
required. This handles the employees internationally hiring.(Renwick, Redman and
Maguire, 2013) Marriott hotel can have various branches therefore the international law
is supported by the organization.
TASK 2
2.1 Reasons for human resource planning in organization.
Human resource is important for Marriott hotel therefore proper planning of the resources
is also very important. In order to discuss the reasons the following factors are included that are
mentioned below.
 Strategy: In order to improve the organizations bottom line of any organization by
improving the human capital. In this process strategic management participate with new
strategies and decisions in order to improve the success of the organization.
 Compensation: The compensation structure is developed by the compensation specialist.
The compensation structure is developed by conducting the extensive survey on the basis
of wages and salary on the basis of which the standard can be set.(Sparrow,Brewster and
Chung, 2016)
 Benefits: This is considered as the important because it can be used to increase the turn
over of the company. They can reduce the hiring cost of the company by decreasing the
annual turnover rate. They have skills and negotiate with the package of the employees.
 Safety: In Marriott hotel this is taken care by the workspace and risk management
specialist in this portion the safety of the organization is considered so hat the employee
can work without any fear. It also include the health related issues of the employees. In
case of any hazardous it will be taken care by the organization.

 Training and development: In this the specialist coordinate with the new employees and
various training and development programs are organizes for them. In Marriott hotel the
training and development are provided to the new comers in order to increase the
efficiency of the worker and fulfil the requirement in better way.
2.2 Stages involved in planning human resource requirements
Human resources planning is the process through which the deserving candidate can get
the job on the basis of their qualifications, experience, skills and much more. Marriott hotel also
involve this planning process. The process consist of six stages that are mentioned below. Analysing organizational objective: The objective is to find the future scope of the
product and production, marketing, finance and sales of the product and also Inventory of present human resources: As per the updated human resources information
such as number of employee, their potential, strength, potential. On the basis of which the
estimation of jobs, internal resources and external resources can be calculated. Forecasting demand and supply of human resources: At this stage the only the
deserving candidate means those who have the required qualification can only be
recruited. Estimating man power gaps: In this the computation of the number of resources and the
demand is computed on the basis of which the internal and external is estimated and
training and development programs are introduced.
 Formulating the human resource action plane: The whole action plane depends on the
deficit and surplus of any organization.(Renz, 2016) Marriott hotel also face this stage
while developing their action plane.
 Monitoring, control and feedback: At this stage the completely developed action plane
is monitored and controlled by various factors and according to their performance the
feedbacks are provided to the team.
2.3 Recruitment and selection procedure of two organization.
The two companies for the selection procedure is Marriott hotel and the another is
Debenhams Uk. The initial step for recruitment process is the vacancies, the candidate can only
apply if there is a vacancies. After this the task of the HR is involved because the employees are
arranged on the the basis of the qualification and if the candidates are sorted then the on the basis
of their specifications the tasks are allotted to the employees in Marriott hotel.

In the Debenhams the selection procedure is quite different in this process the better alternative
is choose on the basis of internal and external sources and once the selection process is done then
the requirement on the specific post is provided. In the Debenhams requirement process the
technical knowledge is also required.(Schweiger, 2013)
2.4 Effectiveness of the requirement and the selection procedure of organizations.
The effectiveness of the requirement and selection process of organization is discussed
below by considering various factors.
 Recruiting: In order for the effectiveness of requirement and selection the procedure
depend on the both the internal and the external candidates into this the less number of
candidates are recruited to encourage the work of the candidates.
 Selection: In this method people who are having the exact knowledge for the required job
can be hired. In this method the skills of the employees matters a lot if the employee
posses the required qualification can be tiered easily.
 Training:As per the requirement of the organization the necessary training are provided to
the worker in order to maximize their performance so that the efficiency of the employees
get increased and the overall profitability of the organization also get increases. Therefore
the various training programs should be organized by Marriott hotel.
 Job Satisfaction: Job satisfaction can only be achieved by selecting the right person for
the work. An employee should be self- motivated and self-managed if these features are
not hold by the employee then it can termed as a drain for the organization. Appropriately
chosen candidate increases the job satisfaction level because they poses all the desires
quality.
 Problem Avoidance: If the employees is not up to the requirement in that case it may cost
a lot because the organization need to spend lots of money, power, energy into the single
to bring him into a shining star from a poor employee.(Tyson, 2014) But if from the
beginning we are considering only those employee who are up to the requirement of the
organization in that case the organization not need to spend lots of money, power, energy
and they are considered as the efficient employees.

TASK 3
3.1 Link between motivational theory and reward
Motivational theory and reward has a strong relationship. Individual's behaviour can be
influence by others through motivational process. Theory of motivation can be divided into two
categories i.e. Content and process (Christensen, 2006). Content theory refers to what
motivations are and on the other hand process theory refers to real process of motivation.
Whereas reward is achieved by workers on job. It can be financial or non financial. In financial
term Marriott hotel pay according to the performance and in the non financial term the hotel
reward workers by achievement, praise and promotion. There are five levels of human needs
have to be fulfilled at work by employee. Marriott hotel uses the Maslow's hierarchy of need. It
covers all the motivational areas that has to be cover. To motivate employees further the reward
system can be used. It helps to fulfil the needs and wants of the employees. The services which is
provided by the hotel is very high and it has been face by the employees. For this the hotel
provide two kind of reward system i.e. monitory and non monitory system which helps the
Marriott hotel to motivate the employees (Bell, 2012). On the other hand Herzberg theory has
two basic need of the employee's i.e. environment factor and motivational factor. In this theory
managers reject monitory rewards and focuses on job enrichment. Organization uses both
positive and negative amplification on employees to motivate employees.
3.2 Evaluating process of job evaluation and other factors determining pay
Evaluation of different kinds of job is known as job evaluation. It helps to evaluate the
most suitable job for the candidate. It is difficult to identify the job that's why job evaluation is
necessary. It helps Marriott hotel to evaluate the job according to its importance and the kind of
the work that has to be done by the employee. It also help to make the different pay structure
according to their job. Marriott hotel uses the job evaluation internal as well as external for the
proper wage level of the hotel (Hafeez and Abdelmeguid, 2003). The additional help that job
evaluation provides is that it develops strong relationship between management and employees.
There are other factors that determine the worth and the pay for a job. It varies from
organization to organization. It depends upon the skills, experience, industry sector , employees
performance etc. Job evaluation is an extensive process. Management must clear the importance
and the reason for the job evaluation to the staff. In the next step the management select the job

from each department that will be evaluated. The job which has been chosen further examined in
detail. Then the method of evaluation has been finalized. Analytical the Marriott hotel analyse
the point rating, factor comparison and non analytical job ranking, job classification are been
compared.
3.3 Effectiveness of reward system
Reward system has been defined as the extrinsic and intrinsic reward. Extrinsic refers the
physical award given to the employee where as intrinsic refers to the person doing the behaviour
or activity. Reward system consist of polices, processes, practices to implement in the Marriott
hotel. Employees bonus system is the positive strategies of the hotel which motivates the
employees of the hotel (Ichniowsk and Shaw 2000). Bonus system includes the factor like
individual performance, regularity etc. Bonus increases the employees motivation and
willingness to work. Reward in the form of bonus improves the employees moral and self
esteem. Other type of reward system is the salary raise, which is the key factor for the motivation
for the employees of Marriott hotel. Promotion is the another factor of reward system.
Promotion is the most important type of factor in which the employee is promoted to higher post
which motivates the employee and gives the job satisfaction to the employee. However the
effectiveness of reward system is the improved performance of the employee. Reward system
helps to employees to perform better and better to to gain the extra reward from the hotel.
Employees also gain the new knowledge while working with hard and using their skills (Tomé,
2011). A satisfied employee will always give his best to the organization and it happens in the
Marriott hotel where staff are highly motivated and they contribute to the hotel in a positive way.
Reward system increases the profit of the hotel where the hotel has the good chance to make the
higher return because of employees who work honestly and carefully. Rewards help to make the
positive psychological contract between employees and hotel. It makes the good working
conditions and the premises to have the potential employees.
3.4 The methods organisations use to monitor employee performance
There are many methods to monitor the employees performance that can be used by the
organizations. Marriott hotel uses the following methods to analyse their employees
performance:
Observation: Every organization has the different departments which are controlled by
different managers. Marriott hotel has many departments which are controlled by the leaders or

the hotel managers (Waiganjo, Mukulu and Kahiri, 2012). Managers observe them and their
work to analyse te performance of the employee. By the observation they came to know about
the employees efficiency and can be analyse through their performance. It makes easier for the
management to analyse the performance of the employee. They came to know about the loop
holes and the capabilities through which they perform their job. Observation is an key element
to monitor the employees. It is the most effective way of analysing.
360 Degree appraisal: It is the method in which the evaluation is done on the basis of the
superiors, peers, subordinates etc. feedback. It helps to understand the overall performance of the
employee. Every individual evaluation is taken from the all other employees connected in the
hotel (Shafritz, Ott and Jang, 2015). It helps to know about the improvement required in the
particular field. Analyse will help to know that in which area they have to provide the training to
improve their performance. Marriott hotel uses 360 degree appraisal on the new joineries so that
their weaknesses can be developed by training.
Rating scale: Rating scale is the method which rates the employees according to their
performance. Rating scale method is used on the early details of the employees. This method is
effective and lets know the management where the employee stand according to his performance.
Marriott hotel uses the rating scale for the employees working in the hotel for the year or more
than the year.
TASK 4
4.1 Identify the reasons for cessation of employment with an organization
It is important to study the cessation of the employees recruitment and selection
procedure. Their can be many reasons for the termination of the employee. Top management
where directors and other management members of the firm found that the employee or the
worker is improper for the work assigned to him or her they will terminate the employee
(Abdelhak, Grostick and Hanken, 2014). It has been identified and then executed on the basis
factors which proves wrong and improper work of the employee. Reasons for termination of the
employees in the Marriott hotel are:
Violation of polices: Hotel has some rules and regulation that has to be followed by each
employees. Rules and regulations are made to maintain the decorum of the hotel. Rules and

polices are equal for each and every staff of the hotel. Those who do not follow the rules and
regulation the management terminate the employee.
Avoiding roles and responsibilities: The employees who do not work according to the roles
and responsibilities assign to them management terminate the employee from hotel after some
time of observation (Campbell, Coff and Kryscynski, 2012). The roles and responsibilities has to
be completed by the employee's in the hotel in the given time duration to meet the target or
goals.
Indulging in extra hours for self work: The employees who uses the hotel's property for their
personal use or miss uses the things of hotel which are against the rules and polices of the hotel
are terminated by the employees. The things belongs to hotel and that use to provide the facilities
to customer not for the use of employees. Employee can damage the things which will cause the
hotel services.
4.2 Describe the employment exit procedures used by two organisations
Procedure of Marriott hotel: It has been evaluated that the procedure of fair.
Management of the hotel has prepared the list which causes the hotel and are against the hotel's
rule and regulation (Langley, N. Smallman and Van de Ven, 2013). The management found the
employee who has been not following the rules , regulation, roles and responsibilities then he has
been warn from the management and even after that also he continues not to follow the rule or
meet the job expectations then the management will terminate the employee. They make clear to
the employee's at the time of the hiring about all the terms and condition of the working
conditions. They train them regarding their roles and responsibilities according to the rules and
regulation. After that also id employee is not working according to the fulfilment of the job they
they have to terminate for the smooth functioning of the hotel.
Procedure of Hilltop hotel: As compare to Marriott hotel the hill top has the different aspects to
terminate the employees. Hilltop takes the quick actions against the termination of the employee.
They give the the causes which affect the hotel and the reasons to employee for termination. If
any rule and regulation has been not followed by the staff the management takes the action as per
its offense (Christensen, 2006). Hilltop also conduct the the interview to reduce the employees
who are not effectively working for the hotel and then terminate them.